Ways to Decipher the Personality Test

Ways to Decipher the Personality Test

When it comes to hiring, managing, and dealing with challenging individuals, personality evaluations can be a lifesaver. This nine-point checklist is adapted from Cracking the Personality Code and can be used to evaluate assessment tools and services, including personality tests and testing businesses.

1. Number of rating scales. The testing service should clarify how many and what kinds of rating scales they are employing. Any tool that can help quantify how someone feels about something a person, an object, an event, a statement, or anything else is called a rating scale.  The more scales there are, the better the picture.

A number of different rating scales have been created, as stated in the Encyclopaedia of Psychology. An example of a rating scale that is commonly used shows the rater a spectrum of possible answers, with opposite elements on one end and a range of intermediate possibilities on the other. The rater is then asked to choose the position that best describes how they feel about the subject. Another kind of rating scale asks the rater to choose which of a set of predetermined qualities they think are relevant to the topic at hand. When doing psychological research, rating scale instruments are most often used to evaluate characteristics for which there is no universally accepted criterion. "Rating Scale." In Bonnie R. Strickland and Gale Group, Inc.'s 2001 second edition of the Encyclopaedia of Psychology (eNotes.com, 2006),.

The time required to complete the test. Is there an ideal amount of time to finish an exam? How deeply you must probe into character traits determines the answer. These are the three most common ways to test:

Complete a basic prescreening of candidates or team assessments using up to eight scales with 60–120 questions in 20–30 minutes. A basic team assessment using four main scales with 30–60 questions can take 10–20 minutes.

Screening applicants and evaluating teams using comprehensive personality tests with twelve to sixteen scales and over one hundred forty-four questions might take thirty-five to ninety minutes to finish.

III. The credentials of the person doing the exam interpretation. Furthermore, we think that in order to properly evaluate the results of the finest tests, one must possess extensive psychological training or a degree in the field. The complexity of assessment and human behaviour makes weekend training programmes a potential source of difficulty. The repercussions of hiring or internal decisions can be quite expensive, so organisations need all the information and knowledge they can get their hands on.

Attach a CV and job description to your profile. Looking at a candidate's personality test results is insufficient. Find out how this candidate's history connects to the opportunities presented by your position before you recruit them. The hiring manager or someone else evaluating the candidate's data should have the job description and resume on hand to ensure a comprehensive examination.

Scale for managing one's impression or making it well. We believe that in order to collect sufficient data for an "Impression Management" scale, a questionnaire must contain at least 164 questions. By controlling one's impression, one can learn whether the results are accurate and whether someone is attempting to "fake good." Personality traits are examined within the framework of business-related issues in an appropriate test.

Flow of thoughts. 6. Naturally, not everyone has the same thought processes or ways of processing data. If you want to know how someone thinks, take a good personality test. This is useful for recruiting, but it's also a great management tool for figuring out how someone thinks. When team members share this information, it improves communication within the team.

Matching careers. The results of some personality tests can shed light on a person's motivations and ideal work environments, which can either bolster their current career path or inspire them to think creatively about and prepare for an alternative. The results of a personality test might shed light on the kind of work that would be a good fit for a candidate and their potential strengths and interests. Keep in mind that the exam scores are just a guess as to the person's true professional path; they shouldn't be taken at face value.

8. Strengths and weaknesses summary. One tried-and-true method of building high-performing teams is personality assessment. First, we'll take a look at the pros and cons for each individual. You may maximise the potential of each team member by mixing and matching their personality types once you've figured out which combinations work best. Every person has strengths and weaknesses. Strength is the ability to be forceful. On the other hand, being overly forceful can be annoying to certain individuals or in certain settings.

9. Detailed interview questions. Picking an assessment firm that can assist you in developing interview questions that are unique to each candidate's personality is a must. Asking specific questions about the person's character will help you learn more about them. "Behavioural interviews" are increasingly used by many companies. Instead of relying just on a candidate's résumé and list of achievements, use the personality test to prompt them to discuss real-life situations and how they dealt with them through the use of open-ended questions. Then, you should inquire as to the specifics of the event, project, or experience in question, as well as their approach to the problem and its resolution. In terms of predicting future performance, this interview method is unparalleled.